scholarly journals Aiming at the Organizational Sustainable Development: Employees’ Pro-Social Rule Breaking as Response to High Performance Expectations

2020 ◽  
Vol 13 (1) ◽  
pp. 267
Author(s):  
Fan Wang ◽  
Man Zhang ◽  
Anupam Kumar Das ◽  
Haolin Weng ◽  
Peilin Yang
Keyword(s):  
Work Stress ◽  
Organizational Support ◽  
High Performance ◽  
Perceived Organizational Support ◽  
Conservation Of Resources ◽  
Performance Expectations ◽  
Continuous Increase ◽  
Social Rule ◽  
Rule Breaking ◽  
The Impact

Despite the continuous increase in empirical research on pro-social rule breaking (PSRB), why organizational members conduct this behavior volitionally still requires further exploration. Drawing on the conservation of resources theory, our study investigated the impact of leaders’ high performance expectations on employees’ PSRB, following a hypothetical model with work stress as the mediator and perceived organizational support as the moderator. A three-waved time-lagged survey covering 208 dyad data of supervisor-subordinate from 41 teams of five enterprises in Shanghai, China, provided support for our hypotheses. After analyzing, we found that high performance expectations increased employees’ work stress, and further influenced employees’ PSRB substantially via stress, where the relationship was moderated by perceived organizational support. The theoretical and practical implications are discussed from a sustainability perspective.

scholarly journals Double-Edged Sword Effect of High-Performance Work System on Employee Well-Being—Moderating Effect of Union Practice

2021 ◽  
Vol 12 ◽  
Author(s):  
Wei Qi ◽  
Hu Enhua ◽  
Sun Jiandong ◽  
Shan Hongmei
Keyword(s):  
Work Stress ◽  
Organizational Support ◽  
High Performance ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Negative Effects ◽  
Work System ◽  
Negative Effect ◽  
High Performance Work System ◽  
The Impact

Improving the well-being of the employees is the inevitable choice to improve corporate performance and competitive advantage and the social responsibility that enterprises must undertake. Based on the job demands-resources model, this study introduces perceived organizational support and work stress as the mediator and trade union practice as the moderator to explore the double-edged sword effect of a high-performance work system (HPWS) on the well-being of the employee. Taking 243 employees from Jiangsu, Zhejiang, and Anhui as samples, we found that HPWS positively affects the well-being of the employee through perceived organizational support and negatively affects the well-being of the employee through work stress. Union practices can significantly reduce the positive effect of HPWS on work stress and further weaken the negative effect of HPWS on the well-being of the employee through work stress. The results of this study provide a new way to explain the impact of the HPWS on the well-being of the employees and find that union practice can weaken the negative effects of HPWS. This study provides a new thinking direction for improving the well-being of employees in enterprises.

scholarly journals Research on the influence of the COVID-19 epidemic on work stress of returning workers in China: A study based on empirical analyses of industrial enterprises

Work ◽  
2020 ◽  
Vol 67 (1) ◽  
pp. 67-79
Author(s):  
Qiang Yang ◽  
Jiale Huo ◽  
Jiang Li ◽  
Yushi Jiang
Keyword(s):  
Social Support ◽  
Work Stress ◽  
Organizational Support ◽  
Psychosocial Stress ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Chinese Government ◽  
Industrial Enterprises ◽  
Study Results ◽  
The Impact

BACKGROUND: The COVID-19 epidemic not only cast a shadow on China’s economic development but also caused phased panic and anxiety among the Chinese population. At the stage when the spread of the epidemic is not completely controlled, the business activities will surely cause employees to worry and produce a work stress reaction. OBJECTIVE: This study explores the impact of psychosocial stress caused by the COVID-19 epidemic on the work stress of returned workers. Furthermore, we explore the boundary conditions for reducing work stress from the perspectives of perceived organizational support, perceived social support and epidemic awareness. METHODS: Data were collected within two weeks after the Chinese government announced the work resumption of industrial enterprises. During this period, 526 returned workers participated in the study. RESULTS: The results showed that the psychosocial stress caused by the epidemic had a positive impact on work stress. Both perceived organizational support and perceived that social support can alleviate the impact of psychosocial stress on work stress. The moderating effect of epidemic awareness was only established in non-severe epidemic areas. CONCLUSIONS: In the current period of the spread of the COVID-19 epidemic, the conclusions of this study have a certain theoretical significance and practical value.

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